{"id":177161,"date":"2015-12-07T13:05:00","date_gmt":"2015-12-07T18:05:00","guid":{"rendered":"http:\/\/webadmin.news-harvard.go-vip.net\/gazette\/gazette\/?p=177161"},"modified":"2015-12-07T13:05:00","modified_gmt":"2015-12-07T18:05:00","slug":"yale-professor-examines-unconscious-biases-by-whites","status":"publish","type":"post","link":"https:\/\/news.harvard.edu\/gazette\/story\/2015\/12\/yale-professor-examines-unconscious-biases-by-whites\/","title":{"rendered":"Yale professor examines unconscious biases by whites"},"content":{"rendered":"\n\t\n\t
\n\t\t\t\n\t\t\tCampus & Community\t\t<\/a>\n\t\t\n\t\t

\n\t\tYale professor examines unconscious biases by whites\t<\/h1>\n\n\t\n\t\n\t
\n\t\t
\n\t\t\t
\n\t\t\t\t\t

\n\t\tRobert Mitchell\t<\/p>\n\t\t\t

\n\t\t\tHarvard Correspondent\t\t<\/p>\n\t\t\t\t\t<\/address>\n\t\t<\/div>\n\n\t\t

\n\t\t\t\u2018Aversion racism\u2019 addressed at Diversity Dialogue \t\t<\/h2>\n\t\t\n<\/header>\n\n\n\n
\n\n\n\t\t

According to Yale Professor John Dovidio, \u201cWhites spend a lot of time pretending they don\u2019t see race.\u201d But, he said, unconscious bias is pervasive, and unconscious biases by whites impact nearly every aspect of black lives, including vital areas such as health care and employment.<\/p>\n

Dovidio, the Carl Iver Hovland Professor of Psychology at Yale University, was the guest speaker at the Faculty of Arts and Sciences\u2019 second Diversity Dialogue <\/a>of the year. \u201cBut I Don\u2019t See Color! Consequences of Racial Color-Blindness\u201d was held Dec. 2 at Harvard Hillel.<\/p>\n

Biases are built into our society and it\u2019s normal to absorb them, said Dovidio to the audience of more than 150. \u201cSubtle bias by well-intentioned people is one of the hardest things to overcome.\u201d<\/p>\n

Prejudice is embedded in the way people think, which makes it insidious, he said. \u201cIf I see a person of color and I claim to be color-blind, what color do I see?\u00a0White. And that\u2019s racist.\u201d<\/p>\n

Dovidio cited several studies that showed disparities in interactions between physicians and patients. He said a 2003 study found, \u201cRace-discordant visits are shorter, involve less positive affect, and are less participatory.\u201d\u00a0Another study, he noted, reported that 57 percent of blacks say they experience discrimination \u201coften\u201d or \u201cvery often\u201d in interactions with white physicians.<\/p>\n

Implicit bias by white physicians, he said, results in fewer verbalizations, shorter visits, and faster speech.\u00a0They are less patient-centered. In response, the patient is less involved and there is less clinician respect.\u00a0Further, the patient does not like or trust the clinician, and lacks confidence in him or her, according to the studies cited by Dovidio.<\/p>\n

In the workplace, Dovidio said he does not buy managers\u2019 arguments that \u201cWe tried to have a diverse [field] of candidates, but couldn\u2019t find any\u201d when filling job positions. He said senior leaders should not care about good intentions, but only about results.<\/p>\n

\u201cIf you value something, it\u2019s the outcome that matters,\u201d he said. \u201cIf you want diversity in the workplace, you have to fight for it.\u201d<\/p>\n

Dovidio said unconscious bias in the workplace frequently prevents blacks from getting jobs.\u00a0He cited research that showed that in a pool of black and white candidates who may be slightly deficient in qualifications for the same job, the white candidates are more likely to be chosen.\u00a0White deficiencies are more likely to be overlooked or forgiven. Hiring managers often cite the deficiencies in the black candidates to justify not hiring them.\u00a0In other words, he said, \u201cWhite candidates get the benefit of the doubt.\u00a0If there is some ambiguity, the black person suffers.\u201d<\/p>\n

\u201cWhether we like it or not, or whether we are even aware of it, we bring our perspectives and opinions with us when we come to work each day,\u201d said Andrea Kelton-Harris, FAS senior human resources consultant and one of the organizers of the Diversity Dialogue. \u201cConsciously or unconsciously, they can affect how we interact with each other, how we make decisions about colleagues, and how we communicate with one another while we\u2019re at work,\u201d she said.<\/p>\n

Most whites will not discriminate, Dovidio said, because, \u201cWe want to do the right thing.\u201d<\/p>\n

Returning to his extensive research regarding race and white bias against blacks, Dovidio cited what he called \u201caversive racists\u201d who \u201csympathize with victims of past injustice, support principles of racial equality, and genuinely regard themselves as non-prejudiced, but at the same time possess conflicting, often non-conscious, negative feelings and beliefs about blacks.\u201d<\/p>\n

These negative feelings, Dovidio said, \u201care rooted in basic psychological processes [e.g., social categorization] that promote racial bias. In addition, the negative feelings that aversive racists have toward blacks do not reflect open hostility or hatred. Instead, aversive racists\u2019 reactions typically involve discomfort, anxiety, or fear.\u201d<\/p>\n

Dovidio concluded that contemporary bias is subtle and unconscious. But he said there are ways to confront it.\u00a0He suggests that organizations create strong diversity committees, involve people of color, and make diversity part of employee performance reviews.<\/p>\n

For Naisha Bradley, director of the Harvard College Women\u2019s Center, Dovidio\u2019s presentation had a strong impact.\u00a0\u201cHe eloquently captured the complexity of race in America and helped\u00a0Harvard University administrators better understand how detrimental color-blindness is, and highlighted how it prioritizes harmony over equality,\u201d she said.<\/p>\n

\u201cBut I Don\u2019t See Color! Consequences of Racial Color-Blindness\u201d <\/em>was the second of three FAS Diversity Dialogues<\/a> for the academic year.\u00a0The final talk, \u201cIdentity Threat at Work,\u201d will be on March 31.\u00a0The Diversity Dialogues, which are free and open to the public, are offered through the FAS Dean\u2019s Office, FAS Human Resources, and the FAS Office of Diversity Relations and Communications.<\/em><\/p>\n\n\n<\/div>\n\n\t\t","protected":false},"excerpt":{"rendered":"

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class=\"wp-block-post-author\">\n\t\t\t<address class=\"wp-block-post-author__content\">\n\t\t\t\t\t<p class=\"author wp-block-post-author__name\">\n\t\tRobert Mitchell\t<\/p>\n\t\t\t<p class=\"wp-block-post-author__byline\">\n\t\t\tHarvard Correspondent\t\t<\/p>\n\t\t\t\t\t<\/address>\n\t\t<\/div>\n\n\t\t<time class=\"article-header__date\" datetime=\"2015-12-07\">\n\t\t\tDecember 7, 2015\t\t<\/time>\n\n\t\t<span class=\"article-header__reading-time\">\n\t\t\t4 min read\t\t<\/span>\n\t<\/div>\n\n\t\t\t<\/div>\n\t\t\n\t\t\t<h2 class=\"article-header__subheading wp-block-heading\">\n\t\t\t\u2018Aversion racism\u2019 addressed at Diversity Dialogue \t\t<\/h2>\n\t\t\n<\/header>\n"},"2":{"blockName":"core\/group","attrs":{"templateLock":false,"metadata":{"name":"Article content"},"align":"wide","layout":{"type":"constrained","justifyContent":"center"},"tagName":"div","lock":[],"className":"","style":[],"backgroundColor":"","textColor":"","gradient":"","fontSize":"","fontFamily":"","borderColor":"","ariaLabel":"","anchor":""},"innerBlocks":[{"blockName":"core\/freeform","attrs":{"content":"","lock":[],"metadata":[]},"innerBlocks":[],"innerHTML":"\n\t\t<p>According to Yale Professor John Dovidio, \u201cWhites spend a lot of time pretending they don\u2019t see race.\u201d But, he said, unconscious bias is pervasive, and unconscious biases by whites impact nearly every aspect of black lives, including vital areas such as health care and employment.<\/p>\n<p>Dovidio, the Carl Iver Hovland Professor of Psychology at Yale University, was the guest speaker at the Faculty of Arts and Sciences\u2019 second <a href=\"http:\/\/hr.fas.harvard.edu\/fas-diversity-dialogues\">Diversity Dialogue <\/a>of the year. \u201cBut I Don\u2019t See Color! Consequences of Racial Color-Blindness\u201d was held Dec. 2 at Harvard Hillel.<\/p>\n<p>Biases are built into our society and it\u2019s normal to absorb them, said Dovidio to the audience of more than 150. \u201cSubtle bias by well-intentioned people is one of the hardest things to overcome.\u201d<\/p>\n<p>Prejudice is embedded in the way people think, which makes it insidious, he said. \u201cIf I see a person of color and I claim to be color-blind, what color do I see?\u00a0White. And that\u2019s racist.\u201d<\/p>\n<p>Dovidio cited several studies that showed disparities in interactions between physicians and patients. He said a 2003 study found, \u201cRace-discordant visits are shorter, involve less positive affect, and are less participatory.\u201d\u00a0Another study, he noted, reported that 57 percent of blacks say they experience discrimination \u201coften\u201d or \u201cvery often\u201d in interactions with white physicians.<\/p>\n<p>Implicit bias by white physicians, he said, results in fewer verbalizations, shorter visits, and faster speech.\u00a0They are less patient-centered. In response, the patient is less involved and there is less clinician respect.\u00a0Further, the patient does not like or trust the clinician, and lacks confidence in him or her, according to the studies cited by Dovidio.<\/p>\n<p>In the workplace, Dovidio said he does not buy managers\u2019 arguments that \u201cWe tried to have a diverse [field] of candidates, but couldn\u2019t find any\u201d when filling job positions. He said senior leaders should not care about good intentions, but only about results.<\/p>\n<p>\u201cIf you value something, it\u2019s the outcome that matters,\u201d he said. \u201cIf you want diversity in the workplace, you have to fight for it.\u201d<\/p>\n<p>Dovidio said unconscious bias in the workplace frequently prevents blacks from getting jobs.\u00a0He cited research that showed that in a pool of black and white candidates who may be slightly deficient in qualifications for the same job, the white candidates are more likely to be chosen.\u00a0White deficiencies are more likely to be overlooked or forgiven. Hiring managers often cite the deficiencies in the black candidates to justify not hiring them.\u00a0In other words, he said, \u201cWhite candidates get the benefit of the doubt.\u00a0If there is some ambiguity, the black person suffers.\u201d<\/p>\n<p>\u201cWhether we like it or not, or whether we are even aware of it, we bring our perspectives and opinions with us when we come to work each day,\u201d said Andrea Kelton-Harris, FAS senior human resources consultant and one of the organizers of the Diversity Dialogue. \u201cConsciously or unconsciously, they can affect how we interact with each other, how we make decisions about colleagues, and how we communicate with one another while we\u2019re at work,\u201d she said.<\/p>\n<p>Most whites will not discriminate, Dovidio said, because, \u201cWe want to do the right thing.\u201d<\/p>\n<p>Returning to his extensive research regarding race and white bias against blacks, Dovidio cited what he called \u201caversive racists\u201d who \u201csympathize with victims of past injustice, support principles of racial equality, and genuinely regard themselves as non-prejudiced, but at the same time possess conflicting, often non-conscious, negative feelings and beliefs about blacks.\u201d<\/p>\n<p>These negative feelings, Dovidio said, \u201care rooted in basic psychological processes [e.g., social categorization] that promote racial bias. In addition, the negative feelings that aversive racists have toward blacks do not reflect open hostility or hatred. Instead, aversive racists\u2019 reactions typically involve discomfort, anxiety, or fear.\u201d<\/p>\n<p>Dovidio concluded that contemporary bias is subtle and unconscious. But he said there are ways to confront it.\u00a0He suggests that organizations create strong diversity committees, involve people of color, and make diversity part of employee performance reviews.<\/p>\n<p>For Naisha Bradley, director of the Harvard College Women\u2019s Center, Dovidio\u2019s presentation had a strong impact.\u00a0\u201cHe eloquently captured the complexity of race in America and helped\u00a0Harvard University administrators better understand how detrimental color-blindness is, and highlighted how it prioritizes harmony over equality,\u201d she said.<\/p>\n<p><em>\u201cBut I Don\u2019t See Color! Consequences of Racial Color-Blindness\u201d <\/em><em>was the second of three <a href=\"http:\/\/hr.fas.harvard.edu\/fas-diversity-dialogues\">FAS Diversity Dialogues<\/a> for the academic year.\u00a0The final talk, \u201cIdentity Threat at Work,\u201d will be on March 31.\u00a0The Diversity Dialogues, which are free and open to the public, are offered through the FAS Dean\u2019s Office, FAS Human Resources, and the FAS Office of Diversity Relations and Communications.<\/em><\/p>\n","innerContent":["\n\t\t<p>According to Yale Professor John Dovidio, \u201cWhites spend a lot of time pretending they don\u2019t see race.\u201d But, he said, unconscious bias is pervasive, and unconscious biases by whites impact nearly every aspect of black lives, including vital areas such as health care and employment.<\/p>\n<p>Dovidio, the Carl Iver Hovland Professor of Psychology at Yale University, was the guest speaker at the Faculty of Arts and Sciences\u2019 second <a href=\"http:\/\/hr.fas.harvard.edu\/fas-diversity-dialogues\">Diversity Dialogue <\/a>of the year. \u201cBut I Don\u2019t See Color! Consequences of Racial Color-Blindness\u201d was held Dec. 2 at Harvard Hillel.<\/p>\n<p>Biases are built into our society and it\u2019s normal to absorb them, said Dovidio to the audience of more than 150. \u201cSubtle bias by well-intentioned people is one of the hardest things to overcome.\u201d<\/p>\n<p>Prejudice is embedded in the way people think, which makes it insidious, he said. \u201cIf I see a person of color and I claim to be color-blind, what color do I see?\u00a0White. And that\u2019s racist.\u201d<\/p>\n<p>Dovidio cited several studies that showed disparities in interactions between physicians and patients. He said a 2003 study found, \u201cRace-discordant visits are shorter, involve less positive affect, and are less participatory.\u201d\u00a0Another study, he noted, reported that 57 percent of blacks say they experience discrimination \u201coften\u201d or \u201cvery often\u201d in interactions with white physicians.<\/p>\n<p>Implicit bias by white physicians, he said, results in fewer verbalizations, shorter visits, and faster speech.\u00a0They are less patient-centered. In response, the patient is less involved and there is less clinician respect.\u00a0Further, the patient does not like or trust the clinician, and lacks confidence in him or her, according to the studies cited by Dovidio.<\/p>\n<p>In the workplace, Dovidio said he does not buy managers\u2019 arguments that \u201cWe tried to have a diverse [field] of candidates, but couldn\u2019t find any\u201d when filling job positions. He said senior leaders should not care about good intentions, but only about results.<\/p>\n<p>\u201cIf you value something, it\u2019s the outcome that matters,\u201d he said. \u201cIf you want diversity in the workplace, you have to fight for it.\u201d<\/p>\n<p>Dovidio said unconscious bias in the workplace frequently prevents blacks from getting jobs.\u00a0He cited research that showed that in a pool of black and white candidates who may be slightly deficient in qualifications for the same job, the white candidates are more likely to be chosen.\u00a0White deficiencies are more likely to be overlooked or forgiven. Hiring managers often cite the deficiencies in the black candidates to justify not hiring them.\u00a0In other words, he said, \u201cWhite candidates get the benefit of the doubt.\u00a0If there is some ambiguity, the black person suffers.\u201d<\/p>\n<p>\u201cWhether we like it or not, or whether we are even aware of it, we bring our perspectives and opinions with us when we come to work each day,\u201d said Andrea Kelton-Harris, FAS senior human resources consultant and one of the organizers of the Diversity Dialogue. \u201cConsciously or unconsciously, they can affect how we interact with each other, how we make decisions about colleagues, and how we communicate with one another while we\u2019re at work,\u201d she said.<\/p>\n<p>Most whites will not discriminate, Dovidio said, because, \u201cWe want to do the right thing.\u201d<\/p>\n<p>Returning to his extensive research regarding race and white bias against blacks, Dovidio cited what he called \u201caversive racists\u201d who \u201csympathize with victims of past injustice, support principles of racial equality, and genuinely regard themselves as non-prejudiced, but at the same time possess conflicting, often non-conscious, negative feelings and beliefs about blacks.\u201d<\/p>\n<p>These negative feelings, Dovidio said, \u201care rooted in basic psychological processes [e.g., social categorization] that promote racial bias. In addition, the negative feelings that aversive racists have toward blacks do not reflect open hostility or hatred. Instead, aversive racists\u2019 reactions typically involve discomfort, anxiety, or fear.\u201d<\/p>\n<p>Dovidio concluded that contemporary bias is subtle and unconscious. But he said there are ways to confront it.\u00a0He suggests that organizations create strong diversity committees, involve people of color, and make diversity part of employee performance reviews.<\/p>\n<p>For Naisha Bradley, director of the Harvard College Women\u2019s Center, Dovidio\u2019s presentation had a strong impact.\u00a0\u201cHe eloquently captured the complexity of race in America and helped\u00a0Harvard University administrators better understand how detrimental color-blindness is, and highlighted how it prioritizes harmony over equality,\u201d she said.<\/p>\n<p><em>\u201cBut I Don\u2019t See Color! Consequences of Racial Color-Blindness\u201d <\/em><em>was the second of three <a href=\"http:\/\/hr.fas.harvard.edu\/fas-diversity-dialogues\">FAS Diversity Dialogues<\/a> for the academic year.\u00a0The final talk, \u201cIdentity Threat at Work,\u201d will be on March 31.\u00a0The Diversity Dialogues, which are free and open to the public, are offered through the FAS Dean\u2019s Office, FAS Human Resources, and the FAS Office of Diversity Relations and Communications.<\/em><\/p>\n"],"rendered":"\n\t\t<p>According to Yale Professor John Dovidio, \u201cWhites spend a lot of time pretending they don\u2019t see race.\u201d But, he said, unconscious bias is pervasive, and unconscious biases by whites impact nearly every aspect of black lives, including vital areas such as health care and employment.<\/p>\n<p>Dovidio, the Carl Iver Hovland Professor of Psychology at Yale University, was the guest speaker at the Faculty of Arts and Sciences\u2019 second <a href=\"http:\/\/hr.fas.harvard.edu\/fas-diversity-dialogues\">Diversity Dialogue <\/a>of the year. \u201cBut I Don\u2019t See Color! Consequences of Racial Color-Blindness\u201d was held Dec. 2 at Harvard Hillel.<\/p>\n<p>Biases are built into our society and it\u2019s normal to absorb them, said Dovidio to the audience of more than 150. \u201cSubtle bias by well-intentioned people is one of the hardest things to overcome.\u201d<\/p>\n<p>Prejudice is embedded in the way people think, which makes it insidious, he said. \u201cIf I see a person of color and I claim to be color-blind, what color do I see?\u00a0White. And that\u2019s racist.\u201d<\/p>\n<p>Dovidio cited several studies that showed disparities in interactions between physicians and patients. He said a 2003 study found, \u201cRace-discordant visits are shorter, involve less positive affect, and are less participatory.\u201d\u00a0Another study, he noted, reported that 57 percent of blacks say they experience discrimination \u201coften\u201d or \u201cvery often\u201d in interactions with white physicians.<\/p>\n<p>Implicit bias by white physicians, he said, results in fewer verbalizations, shorter visits, and faster speech.\u00a0They are less patient-centered. In response, the patient is less involved and there is less clinician respect.\u00a0Further, the patient does not like or trust the clinician, and lacks confidence in him or her, according to the studies cited by Dovidio.<\/p>\n<p>In the workplace, Dovidio said he does not buy managers\u2019 arguments that \u201cWe tried to have a diverse [field] of candidates, but couldn\u2019t find any\u201d when filling job positions. He said senior leaders should not care about good intentions, but only about results.<\/p>\n<p>\u201cIf you value something, it\u2019s the outcome that matters,\u201d he said. \u201cIf you want diversity in the workplace, you have to fight for it.\u201d<\/p>\n<p>Dovidio said unconscious bias in the workplace frequently prevents blacks from getting jobs.\u00a0He cited research that showed that in a pool of black and white candidates who may be slightly deficient in qualifications for the same job, the white candidates are more likely to be chosen.\u00a0White deficiencies are more likely to be overlooked or forgiven. Hiring managers often cite the deficiencies in the black candidates to justify not hiring them.\u00a0In other words, he said, \u201cWhite candidates get the benefit of the doubt.\u00a0If there is some ambiguity, the black person suffers.\u201d<\/p>\n<p>\u201cWhether we like it or not, or whether we are even aware of it, we bring our perspectives and opinions with us when we come to work each day,\u201d said Andrea Kelton-Harris, FAS senior human resources consultant and one of the organizers of the Diversity Dialogue. \u201cConsciously or unconsciously, they can affect how we interact with each other, how we make decisions about colleagues, and how we communicate with one another while we\u2019re at work,\u201d she said.<\/p>\n<p>Most whites will not discriminate, Dovidio said, because, \u201cWe want to do the right thing.\u201d<\/p>\n<p>Returning to his extensive research regarding race and white bias against blacks, Dovidio cited what he called \u201caversive racists\u201d who \u201csympathize with victims of past injustice, support principles of racial equality, and genuinely regard themselves as non-prejudiced, but at the same time possess conflicting, often non-conscious, negative feelings and beliefs about blacks.\u201d<\/p>\n<p>These negative feelings, Dovidio said, \u201care rooted in basic psychological processes [e.g., social categorization] that promote racial bias. In addition, the negative feelings that aversive racists have toward blacks do not reflect open hostility or hatred. Instead, aversive racists\u2019 reactions typically involve discomfort, anxiety, or fear.\u201d<\/p>\n<p>Dovidio concluded that contemporary bias is subtle and unconscious. But he said there are ways to confront it.\u00a0He suggests that organizations create strong diversity committees, involve people of color, and make diversity part of employee performance reviews.<\/p>\n<p>For Naisha Bradley, director of the Harvard College Women\u2019s Center, Dovidio\u2019s presentation had a strong impact.\u00a0\u201cHe eloquently captured the complexity of race in America and helped\u00a0Harvard University administrators better understand how detrimental color-blindness is, and highlighted how it prioritizes harmony over equality,\u201d she said.<\/p>\n<p><em>\u201cBut I Don\u2019t See Color! Consequences of Racial Color-Blindness\u201d <\/em><em>was the second of three <a href=\"http:\/\/hr.fas.harvard.edu\/fas-diversity-dialogues\">FAS Diversity Dialogues<\/a> for the academic year.\u00a0The final talk, \u201cIdentity Threat at Work,\u201d will be on March 31.\u00a0The Diversity Dialogues, which are free and open to the public, are offered through the FAS Dean\u2019s Office, FAS Human Resources, and the FAS Office of Diversity Relations and Communications.<\/em><\/p>\n"}],"innerHTML":"\n<div class=\"wp-block-group alignwide\">\n\n\n\n<\/div>\n","innerContent":["\n<div class=\"wp-block-group alignwide\">\n\n","\n\n<\/div>\n"],"rendered":"\n<div class=\"wp-block-group alignwide has-global-padding is-content-justification-center is-layout-constrained wp-block-group-is-layout-constrained\">\n\n\n\t\t<p>According to Yale Professor John Dovidio, \u201cWhites spend a lot of time pretending they don\u2019t see race.\u201d But, he said, unconscious bias is pervasive, and unconscious biases by whites impact nearly every aspect of black lives, including vital areas such as health care and employment.<\/p>\n<p>Dovidio, the Carl Iver Hovland Professor of Psychology at Yale University, was the guest speaker at the Faculty of Arts and Sciences\u2019 second <a href=\"http:\/\/hr.fas.harvard.edu\/fas-diversity-dialogues\">Diversity Dialogue <\/a>of the year. \u201cBut I Don\u2019t See Color! Consequences of Racial Color-Blindness\u201d was held Dec. 2 at Harvard Hillel.<\/p>\n<p>Biases are built into our society and it\u2019s normal to absorb them, said Dovidio to the audience of more than 150. \u201cSubtle bias by well-intentioned people is one of the hardest things to overcome.\u201d<\/p>\n<p>Prejudice is embedded in the way people think, which makes it insidious, he said. \u201cIf I see a person of color and I claim to be color-blind, what color do I see?\u00a0White. And that\u2019s racist.\u201d<\/p>\n<p>Dovidio cited several studies that showed disparities in interactions between physicians and patients. He said a 2003 study found, \u201cRace-discordant visits are shorter, involve less positive affect, and are less participatory.\u201d\u00a0Another study, he noted, reported that 57 percent of blacks say they experience discrimination \u201coften\u201d or \u201cvery often\u201d in interactions with white physicians.<\/p>\n<p>Implicit bias by white physicians, he said, results in fewer verbalizations, shorter visits, and faster speech.\u00a0They are less patient-centered. In response, the patient is less involved and there is less clinician respect.\u00a0Further, the patient does not like or trust the clinician, and lacks confidence in him or her, according to the studies cited by Dovidio.<\/p>\n<p>In the workplace, Dovidio said he does not buy managers\u2019 arguments that \u201cWe tried to have a diverse [field] of candidates, but couldn\u2019t find any\u201d when filling job positions. He said senior leaders should not care about good intentions, but only about results.<\/p>\n<p>\u201cIf you value something, it\u2019s the outcome that matters,\u201d he said. \u201cIf you want diversity in the workplace, you have to fight for it.\u201d<\/p>\n<p>Dovidio said unconscious bias in the workplace frequently prevents blacks from getting jobs.\u00a0He cited research that showed that in a pool of black and white candidates who may be slightly deficient in qualifications for the same job, the white candidates are more likely to be chosen.\u00a0White deficiencies are more likely to be overlooked or forgiven. Hiring managers often cite the deficiencies in the black candidates to justify not hiring them.\u00a0In other words, he said, \u201cWhite candidates get the benefit of the doubt.\u00a0If there is some ambiguity, the black person suffers.\u201d<\/p>\n<p>\u201cWhether we like it or not, or whether we are even aware of it, we bring our perspectives and opinions with us when we come to work each day,\u201d said Andrea Kelton-Harris, FAS senior human resources consultant and one of the organizers of the Diversity Dialogue. \u201cConsciously or unconsciously, they can affect how we interact with each other, how we make decisions about colleagues, and how we communicate with one another while we\u2019re at work,\u201d she said.<\/p>\n<p>Most whites will not discriminate, Dovidio said, because, \u201cWe want to do the right thing.\u201d<\/p>\n<p>Returning to his extensive research regarding race and white bias against blacks, Dovidio cited what he called \u201caversive racists\u201d who \u201csympathize with victims of past injustice, support principles of racial equality, and genuinely regard themselves as non-prejudiced, but at the same time possess conflicting, often non-conscious, negative feelings and beliefs about blacks.\u201d<\/p>\n<p>These negative feelings, Dovidio said, \u201care rooted in basic psychological processes [e.g., social categorization] that promote racial bias. In addition, the negative feelings that aversive racists have toward blacks do not reflect open hostility or hatred. Instead, aversive racists\u2019 reactions typically involve discomfort, anxiety, or fear.\u201d<\/p>\n<p>Dovidio concluded that contemporary bias is subtle and unconscious. But he said there are ways to confront it.\u00a0He suggests that organizations create strong diversity committees, involve people of color, and make diversity part of employee performance reviews.<\/p>\n<p>For Naisha Bradley, director of the Harvard College Women\u2019s Center, Dovidio\u2019s presentation had a strong impact.\u00a0\u201cHe eloquently captured the complexity of race in America and helped\u00a0Harvard University administrators better understand how detrimental color-blindness is, and highlighted how it prioritizes harmony over equality,\u201d she said.<\/p>\n<p><em>\u201cBut I Don\u2019t See Color! Consequences of Racial Color-Blindness\u201d <\/em><em>was the second of three <a href=\"http:\/\/hr.fas.harvard.edu\/fas-diversity-dialogues\">FAS Diversity Dialogues<\/a> for the academic year.\u00a0The final talk, \u201cIdentity Threat at Work,\u201d will be on March 31.\u00a0The Diversity Dialogues, which are free and open to the public, are offered through the FAS Dean\u2019s Office, FAS Human Resources, and the FAS Office of Diversity Relations and Communications.<\/em><\/p>\n\n\n<\/div>\n"}},"jetpack-related-posts":[{"id":107597,"url":"https:\/\/news.harvard.edu\/gazette\/story\/2012\/04\/seeing-again-for-the-first-time\/","url_meta":{"origin":177161,"position":0},"title":"Seeing again, for the first time","author":"harvardgazette","date":"April 27, 2012","format":false,"excerpt":"Mahzarin Banaji delivered the final Diversity Dialogue of the year titled \u201cBlindspot: The Hidden Biases of Good People.\u201d","rel":"","context":"In "Campus & Community"","block_context":{"text":"Campus & Community","link":"https:\/\/news.harvard.edu\/gazette\/section\/campus-community\/"},"img":{"alt_text":"","src":"https:\/\/news.harvard.edu\/wp-content\/uploads\/2012\/04\/041112_diverse_122.jpg?resize=350%2C200","width":350,"height":200,"srcset":"https:\/\/news.harvard.edu\/wp-content\/uploads\/2012\/04\/041112_diverse_122.jpg?resize=350%2C200 1x, https:\/\/news.harvard.edu\/wp-content\/uploads\/2012\/04\/041112_diverse_122.jpg?resize=525%2C300 1.5x"},"classes":[]},{"id":317863,"url":"https:\/\/news.harvard.edu\/gazette\/story\/2020\/12\/taking-a-hard-look-at-our-implicit-biases\/","url_meta":{"origin":177161,"position":1},"title":"Turning a light on our implicit biases","author":"harvardgazette","date":"December 10, 2020","format":false,"excerpt":"Mahzarin Banaji, Cabot Professor of Social Ethics in the Department of Psychology, who studies implicit biases, was the featured speaker at an online seminar Tuesday, \u201cBlindspot: Hidden Biases of Good People.\u201d","rel":"","context":"In "Nation & World"","block_context":{"text":"Nation & World","link":"https:\/\/news.harvard.edu\/gazette\/section\/nation-world\/"},"img":{"alt_text":"Mahzarin Banaji","src":"https:\/\/news.harvard.edu\/wp-content\/uploads\/2020\/12\/120820_Bias_004.jpg?resize=350%2C200","width":350,"height":200,"srcset":"https:\/\/news.harvard.edu\/wp-content\/uploads\/2020\/12\/120820_Bias_004.jpg?resize=350%2C200 1x, https:\/\/news.harvard.edu\/wp-content\/uploads\/2020\/12\/120820_Bias_004.jpg?resize=525%2C300 1.5x, https:\/\/news.harvard.edu\/wp-content\/uploads\/2020\/12\/120820_Bias_004.jpg?resize=700%2C400 2x"},"classes":[]},{"id":155628,"url":"https:\/\/news.harvard.edu\/gazette\/story\/2014\/04\/incognito-author-uncovers-biases\/","url_meta":{"origin":177161,"position":2},"title":"\u2018Incognito\u2019 author uncovers biases","author":"harvardgazette","date":"April 28, 2014","format":false,"excerpt":"In the third and final installment of this 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